Workplace Violence Statistics: What Business Leaders Need to Know About This Growing Threat

The threat of workplace violence has become one of the most pressing occupational safety concerns facing American businesses today. Understanding workplace violence statistics isn’t just about numbers—it’s about recognizing the human and financial cost of violence in professional settings and taking action to protect your workforce. The Bureau of Labor Statistics says that the fatal occupational injuries due to violence continue to affect thousands of workers annually.

Critical Statistics: In 2023, 740 workplace fatalities resulted from violent acts, with fatalities due to homicides accounting for 458 of these deaths. Beyond fatal injuries, over 57,000 cases of workplace violence required days away from work, job restriction, or transfer.

With an estimated $167 billion in annual costs from 2022 to U.S. businesses and 88% of incidents going unreported, workplace violence represents both a human tragedy and a significant business challenge.

Key Takeaways

• Healthcare employees are five times more likely to encounter workplace violence, representing nearly 73% of all nonfatal cases across health and social assistance industries.
• Approximately 88% of workplace violence incidents go unreported through official channels, creating a dangerous knowledge gap that hampers violence prevention efforts.
• Women account for 72.5% of nonfatal workplace violence cases but only 18.3% of workplace homicides, reflecting different violence patterns across gender.
• The retail industry experienced over 300 worker fatalities in 2023, with 40% attributed to violent acts—the highest count in at least five years.
• Workplace violence costs American businesses an estimated $167 billion annually through direct medical expenses, lost productivity, turnover, legal liabilities, and reputation damage.
• Implementation of comprehensive workplace violence prevention programs can reduce workplace violence incidents by up to 25%, delivering approximately $3 in savings for every $1 invested.

What Is Workplace Violence?

Workplace violence refers to any behavior—verbal or physical—that threatens, intimidates, or harms someone within the workplace environment. This broad definition captures everything from verbal threats and psychological harm to physical violence and homicide.

Key Finding: The Occupational Safety and Health Administration recognizes violent acts as the third-leading cause of fatal occupational injuries nationwide.

The definition intentionally includes a wide spectrum of behaviors because violence in the workplace exists on a continuum. What begins as a verbal confrontation can escalate into physical violence if left unaddressed. Workplace violence affects not only employees but also clients, customers, and visitors, creating complex scenarios requiring multifaceted prevention approaches.

The Underreporting Problem

Understanding this breadth is critical for business leaders. Many organizations focus prevention efforts exclusively on physical violence while neglecting verbal abuse, threats, and psychological harassment that occur far more frequently.

Surprising Finding: Research shows that 94% of nurses experience verbal aggression annually, yet verbal violence remains significantly underreported because workers and supervisors often dismiss it as insufficiently serious for documentation.

What Counts as Workplace Violence?

Workplace violence classification helps organizations understand specific risk factors and tailor prevention strategies appropriately. The National Institute for Occupational Safety and Health developed a widely adopted typology with five distinct categories.

The Five Types of Workplace Violence

Type 1: Criminal Intent

Occurs when a perpetrator unaffiliated with the organization commits violence in the course of another crime, including robbery, burglary, or shoplifting. Retail establishments, financial institutions, and businesses handling cash transactions face elevated Type 1 risks.

Type 2: Customer/Client Violence

Represents the most common form in healthcare and service industries. Patients, clients, customers, students, or others receiving services perpetrate this violence. Type 2 incidents occur most frequently in emergency departments, psychiatric treatment settings, and geriatric facilities.

Type 3: Worker-on-Worker Violence

Includes bullying and lateral violence manifesting as verbal and emotional abuse that may escalate to physical violence. Current or former employees direct this violence at supervisors, peers, or subordinates. Interpersonal and organizational conflict, high workload, short staffing, and cultures of mistrust serve as primary catalysts.

Type 4: Personal Relationship Violence

Occurs when domestic violence or intimate partner violence spills into the workplace. The perpetrator has a relationship with the employee outside work, and the workplace becomes a predictable location to find the victim.

Type 5: Ideological Violence

Reflects contemporary threat landscapes, often driven by violent extremism targeting organizations, groups, or property for ideological, religious, or political reasons. Active shooter incidents not perpetrated by patients or family members typically fall into this category.

Who Is At Risk Of Workplace Violence?

Risk varies dramatically across industries, occupations, and demographic groups. Health care and social assistance workers face the highest risk, experiencing workplace violence at rates more than triple the overall workforce average.

Statistical Highlight: The 2021-2022 period saw 41,960 nonfatal cases in healthcare, representing 72.8% of cases due to workplace violence, despite healthcare workers comprising only a fraction of the total workforce.

High-Risk Healthcare Environments

Within healthcare, psychiatric aides experienced the highest rate at 543.6 cases per 10,000 full-time workers.

Psychiatric and substance abuse hospitals had incidence rates of 124.9 per 10,000 workers—more than ten times the rate for general medical and surgical hospitals at 12.8 per 10,000.

Most Dangerous Locations: Emergency departments, psychiatric units, waiting rooms, and geriatric facilities represent particularly high-risk environments.

The Retail Worker Crisis

Retail workers face their own crisis, with over 300 fatalities in 2023 and 40% of retail worker deaths attributed to violent acts. Approximately 30% of fatalities in retail trade were homicides.

At-Risk Workers: Those handling cash transactions, working alone or in small numbers, working late-night or early-morning hours, and operating in high-crime areas face elevated risks.

Gender Disparities in Violence

Gender patterns reveal complexity:

• Women account for 72.5% of nonfatal workplace violence cases.
• Women’s incidence rate: 5.0 cases per 10,000 workers
• Men’s incidence rate: 1.4 cases per 10,000 workers
• However, women account for only 18.3% of workplace homicides, nearly double their share of total workplace fatalities.

What This Means: This disparity reflects different violence types, with women concentrated in healthcare roles facing patient violence while men in transportation and material moving occupations face elevated homicide risk.

Types of Injuries

Fatal Injuries

2023 Fatal Violence Statistics: Workplace violence resulted in 740 fatalities, with homicides accounting for 458 deaths (61.9% of violent acts). These figures translate to a worker dying every 99 minutes from work-related injuries.

Fatal workplace violence represents 8.7% of all work-related fatalities.

Concerning Temporal Trends

Workplace homicides reached 524 in 2022, an 8.9% increase from 481 in 2021, marking a series high since enhanced tracking began in 2011. While 2023 saw a decline to 458 homicides, rates remain substantially elevated compared to pre-pandemic periods.

Fatal Injuries by Gender

• Women accounted for 8.5% of all workplace fatalities in 2023
• Women represented 18.3% of workplace homicides, with 84 deaths.
• Men experienced higher absolute numbers, but women’s disproportionate representation among homicide victims suggests distinct violence patterns, including intimate partner violence extending into workplaces and targeted violence against service workers.

Fatal Injuries by Industry

• Retail Trade: Experienced approximately 30% of fatalities from homicides, totaling 94 deaths in 2023. About 24.6% of all workplace homicide fatalities occurred while workers tended retail establishments or waited on customers.
• Hospitality Industry: Saw nearly half of restaurant and lodging worker fatalities in 2023 caused by workplace violence.

Fatal Injuries by Occupational Group

• Transportation and Material Moving: Experienced 1,495 fatalities in 2023, though fatalities for this group declined 7.7% from 2022.
• Protective Service Occupations: Experienced 276 fatalities, representing a 17.6% decrease from 335 in 2022, with homicides accounting for 93 deaths (33.7% of protective service fatalities).

Perpetrators and Victims: Key Data Points

• Gunshot wounds accounted for 83% of workplace homicides in 2022
• Black or African American workers comprised 33.4% of workplace homicide fatalities in 2022, while accounting for only 13.4% of total fatal injuries.
• Workers ages 25-34 experienced the highest number of fatalities due to intentional injury at 179 deaths, including 121 homicides and 58 suicides.

Nonfatal Injuries

The nonfatal workplace violence landscape affects substantially larger numbers of workers annually, imposing significant physical, psychological, and economic burdens.

2021-2022 Statistics: There were 57,610 nonfatal cases requiring days away from work, job restrictions, or transfers, for an annualized incidence rate of 2.9 cases per 10,000 full-time equivalent employees.

Severity and Recovery Time

• 71.6% (41,270 cases) resulted in at least one day away from work
• Median absence duration: 7 days
• 28.4% (16,340 cases) required days of job transfer or restriction
• Median transfer/restriction duration: 13 days

Important Note: These statistics represent only the most severe nonfatal incidents meeting Bureau of Labor Statistics reporting criteria.

Nonfatal Injuries by Gender

Women bore a disproportionate share with 72.5% of all nonfatal workplace violence cases (41,750 cases):

• Women’s incidence rate: 5.0 per 10,000 workers
• Men’s incidence rate: 1.4 per 10,000 workers

This nearly fourfold difference reflects women’s concentration in health care and social service occupations, where patient and client violence occurs frequently.

Nonfatal Injuries by Industry

Health Care and Social Assistance dominated with:

• 41,960 total nonfatal cases
• 72.8% of all workplace violence cases in private industry
• Annualized incidence rate of 14.2 per 10,000 workers

Educational Services experienced:

• Rate of 8.4 cases per 10,000 workers
• 3,300 total cases

Nonfatal Injuries by Occupational Group

Service Occupations:

• 25,320 total cases
• Annualized incidence rate of 7.4 per 10,000 workers

Healthcare Practitioners and Technical Occupations:

• 14,040 total cases
• Median of 12 days away from work

Perpetrators in Healthcare Settings

Approximately 85% of healthcare workplace violence occurrences were classified as Type II Customer/Client violence involving patients, clients, or visitors. Research across multiple countries consistently identifies patients, patients’ relatives, and visitors as the most common perpetrators of violence against healthcare workers.

What Are the Indicators of Workplace Violence?

Early identification of warning signs represents one of the most critical components of effective prevention.

FBI Research Finding: Individuals who commit targeted violence typically engage in observable behaviors preceding attacks. FBI studies found active shooters displayed an average of 4 to 5 concerning behaviors over time that were observable to others.

Eight Critical Warning Signs

1. Behavioral Changes

Sudden outbursts of anger, increased irritability beyond typical patterns, or significant shifts in demeanor warrant attention. Persistent patterns of behavioral deterioration or dramatic personality changes often signal deeper distress that may escalate if unaddressed.

2. Verbal Threats and Intimidation

Must always be taken seriously, whether in direct statements of intent to harm or in veiled comments that create fear. Employees who make comments about harming themselves or others, boast about weapon access, or engage in language designed to intimidate require immediate attention from threat assessment professionals.

3. Fascination with Violence

Fascination with violence, weapons, or past workplace violence incidents may indicate elevated risk. This preoccupation might manifest through frequent discussions of violent themes, expressions of admiration for perpetrators, or unusual interest in weapons beyond legitimate recreational purposes.

4. Substance Abuse

Contributes significantly to erratic and potentially dangerous behavior. Employees struggling with substance use disorders may exhibit frequent absences, decreased productivity, unpredictable mood swings, and noticeable impairment during work hours. Substances lower inhibitions, impair judgment, increase impulsivity, and exacerbate underlying mental health conditions.

5. Perceived Unfair Treatment

Perceived unfair treatment or humiliation represents a powerful motivational factor. Employees who believe they’ve been unjustly passed over for promotions, denied deserved raises, subjected to discriminatory treatment, or publicly humiliated may develop grievances that evolve into violent ideation if left unaddressed.

6. Mental Instability Symptoms

Mental instability symptoms consistent with psychotic disorders, schizophrenia, bipolar disorder, or paranoid personality disorders represent another risk factor. While most individuals experiencing mental illness never engage in violence, certain psychiatric conditions can increase risk when combined with other factors like weapon access or substance abuse.

7. Persistent Conflicts

Persistent conflicts with coworkers and the expression of ongoing grievances create workplace tensions that can escalate over time. Employees who consistently find themselves in conflict, chronically complain about perceived injustices, or demonstrate an inability to let go of past disagreements may be experiencing rumination and fixation preceding some violent incidents.

What Industries Have the Highest Rates of Workplace Violence?

Healthcare: The Highest-Risk Industry

Health care and social assistance stands alone as the industry with the highest workplace violence rates:

• 14.2 cases per 10,000 workers
• 72.8% of all nonfatal workplace violence cases
• Healthcare dwarfs other sectors

Cost Impact: Hospitals alone faced an estimated $18.27 billion in annual financial costs from violence in 2023, including $3.62 billion in pre-event prevention costs and $14.65 billion in post-event costs.

Within Healthcare: Psychiatric Care at Highest Risk

Psychiatric facilities experience rates that are 10 times higher than those in general medical-surgical hospitals.

Highest-Risk Environments:

• Emergency departments
• Psychiatric units
• Waiting rooms
• Geriatric facilities

Geographic Variation: Rural areas experience higher prevalence rates than urban areas, though healthcare workers across all geographic locations, specialties, and roles can experience violence.

Educational Services: Second-Highest Rate

Educational services experienced the second-highest rate at 8.4 cases per 10,000 workers:

• 3,300 total cases
• 77.6% required days away from work
• 22.4% required job transfer or restriction

Key Finding: Violence against school workers frequently involves students as perpetrators, with over 25% of intentional injury cases occurring while workers intervened in student fights or restrained combative students.

Retail Trade: Fatal Violence Concentration

Retail trade faces primarily fatal violence risks rather than high nonfatal injury rates:

• Approximately 30% of retail fatalities were homicides
• Workers killed during robberies or while tending establishments

Risk Factors: The combination of cash handling, public interaction, working alone, late-night hours, and high-crime locations creates elevated risk.

Other High-Risk Occupations

Protective Service Occupations, including law enforcement officers, security personnel, and related roles:

• 93 homicides among 276 total fatalities in 2023

Transportation and Material Moving Workers:

• 1,495 fatalities, with significant portions from violent acts

How Much Does It Cost Businesses and Employees?

The economic burden of workplace violence extends far beyond immediate medical expenses.

Total Annual Cost: American businesses collectively lose an estimated $167 billion annually due to workplace violence incidents. This figure likely underestimates true costs, given that approximately 88% of incidents go unreported.

Direct Medical and Healthcare Costs

Hospital workers and facilities faced $18.27 billion in annual costs in 2023:

• Largest contributor: post-event healthcare expenses, treating violent injuries
• Organizations face expenses from lost productivity when injured employees miss work.
• Coworkers are distracted and traumatized by witnessing violence.

Workers Compensation Claims

Workers’ compensation claims associated with workplace violence create substantial financial liabilities. When employees suffer physical injuries from assaults or develop psychological conditions like post-traumatic stress disorder, anxiety disorders, or depression resulting from workplace violence, these conditions typically qualify for workers’ compensation coverage.

Industry Impact: Liberty Mutual found that on-the-job violence cost the health care and social services sector nearly half a billion dollars in workers’ compensation claims in 2022 alone.

Staff Turnover Costs

Staff turnover and recruitment challenges represent significant indirect costs:

• Research shows that 50% of employees consider leaving their jobs after experiencing workplace violence incidents.
• Turnover costs range from $174.7 million to $262.0 million annually across healthcare.
• Average costs: approximately 6 to 9 months of worker salaries per departing employee

Psychological Impact Costs

The psychological toll affects entire work units beyond individual victims:

• 32% of employees develop post-traumatic stress disorder or other traumatic disorders after experiencing or witnessing workplace violence
• An additional 20% develop depressive symptoms.
• These psychological impacts reduce concentration, impair decision-making, and diminish work quality.

Reputational Damage

Damage to organizational reputation represents an often-underestimated cost with long-term implications. When workplace violence incidents become public knowledge through media coverage or social media, potential customers, clients, or patients may choose competitors. Negative perception affects the ability to attract partnerships, secure favorable contracts, or maintain community standing.

Security Infrastructure Investment

Investment in security infrastructure and personnel is a necessary expense that many organizations underestimate or defer. Security personnel salaries, surveillance systems, access control technologies, metal detectors, panic buttons, emergency communication systems, and physical barriers require capital investment and ongoing maintenance.

Return on Investment Data

Financial Benefit: Despite these costs, return on investment for workplace safety programs provides compelling evidence that prevention delivers substantial financial benefits. A $1 investment in workplace safety initiatives typically results in $3 or greater savings, attributed to fewer workplace injuries, reduced liabilities, and enhanced operational performance.

How Are Companies Responding to Workplace Violence?

Organizations are implementing increasingly comprehensive approaches to workplace violence prevention, driven by regulatory requirements, liability concerns, and recognition that employee safety represents both an ethical imperative and a business necessity.

Zero-Tolerance Policies

Many organizations have established zero-tolerance policies toward workplace violence, clearly communicating that violent, threatening, or intimidating behavior will not be accepted regardless of circumstances. These policies apply consistently to all individuals within the organizational sphere, from senior executives to entry-level employees, from long-term patients to first-time visitors.

Written Prevention Plans

Written workplace violence prevention plans have become standard practice, either as separate documents or sections within broader injury, illness, and fatality programs.

Effective Plans Include:

• Specific individuals responsible for implementation
• Procedures for employee involvement in development
• Coordination methods with other employers sharing workspaces
• Clear reporting procedures without fear of retaliation

Hazard Assessments

Regular workplace violence hazard assessments examine each work area and operation to identify risk factors. Initial assessments occur when prevention plans are first established, with subsequent assessments on periodic schedules appropriate to organizational risk profiles, after any violent incident, and whenever new hazards become known.

Engineering Controls

Engineering controls represent preferred approaches to hazard correction according to the hierarchy of controls.

Organizations Implement:

• Physical barriers like bullet-resistant glass
• Secure employee retreat areas
• Adequate lighting in parking areas
• Surveillance camera systems
• Advanced access control technologies ensuring that only authorized individuals can enter restricted areas

Administrative Controls

Administrative controls supplement engineering controls by modifying how work is performed:

• Buddy system policies so employees don’t work alone in high-risk situations
• Schedule adjustments to avoid employees working alone during night hours
• Employee rotation through high-risk assignments
• Check-in procedures for employees working in isolated locations

Training and Education

Training and education for all employees ensure workers understand policies, recognize warning signs, know how to respond to incidents, and feel empowered to report concerns. Initial training occurs when prevention plans are established, when new employees join organizations, and when employees transfer to positions with different risk profiles. Refresher training occurs at least annually.

Threat Assessment Teams

Threat assessment teams bring together professionals from human resources, security, legal counsel, employee assistance programs, occupational safety and health, and operational management. These multidisciplinary teams identify, assess, and manage situations that may progress toward violence through systematic information gathering, evaluation, decision-making, and follow-up monitoring.

Technology Solutions

Technology solutions provide new capabilities for preventing, detecting, and responding to workplace violence:

Modern Surveillance Systems:

• High-definition imaging
• Facial recognition
• Behavioral analytics
• Real-time alerts

Access Control Systems:

• Biometric scanners
• Smart cards
• Multi-factor authentication
• Time-based access restrictions

Emergency Response:

• Panic buttons
• Emergency alert applications allow employees to notify security or emergency services quickly

What Are the Most Effective Workplace Violence Prevention Strategies?

Comprehensive prevention requires systematic approaches addressing multiple dimensions of organizational culture, physical security, policies, training, and incident response capabilities.

1. Visible Leadership Commitment

The Foundation of Prevention: Unwavering commitment from organizational leadership demonstrating that employee safety represents a core value rather than simply a compliance obligation.

Leadership Must:

• Provide adequate resources
• Participate in training
• Respond decisively to incidents
• Consistently reinforce prevention priorities

2. Written Prevention Plans

Comprehensive written plans specify:

• Responsible individuals
• Employee involvement procedures
• Coordination methods
• Reporting procedures
• Compliance requirements
• Communication methods
• Emergency response protocols

Critical Success Factor: Plans must be living documents that are regularly updated based on hazard assessments, incident investigations, and changing conditions.

3. Hazard Assessment and Correction

Regular Assessments Identify Risk Factors:

• Exchanging money with the public
• Working with volatile individuals
• Working alone or in isolated areas
• Providing care or social services
• Working where alcohol is served
• Working night or early morning hours
• Working in high-crime areas

Identified hazards must be corrected promptly through engineering controls, administrative controls, or personal protective equipment.

4. Training and Education

All employees need training in:

• How to recognize warning signs
• Report incidents and concerns
• Employ de-escalation strategies
• Follow emergency procedures
• Access support resources

Training Requirements: Must be appropriate for employees’ education levels, literacy, and primary languages. Initial training is supplemented by annual refresher training and additional training when hazards change.

5. De-escalation Training

Properly trained employees can often prevent verbal aggression from escalating to physical violence through verbal and nonverbal communication techniques, behavioral strategies, and environmental modifications.

Key Principles:

• Remaining calm
• Respecting personal space
• Using a non-threatening body position
• Speaking in a calm tone
• Actively listening
• Acknowledging emotions
• Offering choices
• Setting clear but respectful boundaries

6. Threat Assessment Teams

Multidisciplinary teams systematically:

• Gather information
• Evaluate threats
• Make decisions about responses
• Follow up to monitor situations

Key Understanding: Teams recognize that violence results from the interaction of the attacker, the victim, current stressors, and the situation rather than the inevitable outcomes of mental illness.

7. Incident Reporting Systems

Multiple reporting channels accommodate different comfort levels:

• Anonymous options
• Direct supervisor notification
• Human resources contacts
• Security personnel
• Dedicated hotlines or digital systems

Critical Success Factor: Organizations must demonstrate through consistent actions that reports lead to meaningful interventions.

8. Post-Incident Support

Victims Require:

• Immediate medical care
• Ongoing support, including additional medical treatment
• Psychological counseling
• Workers compensation benefits
• Potentially extended leave

For Witnesses: Employees who witnessed violence also experience psychological impacts requiring support through employee assistance program counseling, critical incident stress debriefing, and open communication about incidents and organizational response.

9. Technology Integration

Comprehensive solutions include:

• Surveillance systems
• Access control
• Panic buttons
• Emergency alert applications
• Mass notification systems
• Incident management software platforms

These provide capabilities for tracking, managing, and analyzing workplace violence data while enabling rapid response when incidents occur.

10. Return on Investment Focus

Prevention Program Results: Organizations that implement robust prevention programs can reduce incidents by up to 25%. With average savings of approximately $3 for every $1 invested, workplace violence prevention programs deliver compelling financial returns beyond ethical imperatives to protect employees.

Also read: Understanding Campus Crime Statistics and Trends

Frequently Asked Questions

Conclusion: Taking Action on Workplace Violence

Workplace violence statistics reveal a crisis affecting millions of American workers annually, with devastating human and economic consequences that ripple through organizations, families, and communities.

The Scale of the Problem

• 740 workplace fatalities from violent acts in 2023
• Over 57,000 nonfatal cases required days away from work
• An estimated $167 billion in annual business costs

These numbers demonstrate that workplace violence represents far more than isolated incidents.

Industries Most Affected

Healthcare workers bear the heaviest burden, experiencing violence at rates five times higher than in other industries. Retail workers face their own crisis with record-high fatalities. The staggering 88% underreporting rate means that even these alarming statistics significantly underestimate the true scope of the problem.

Prevention Is Possible

Yet workplace violence is preventable. Organizations implementing comprehensive prevention programs can:

• Reduce workplace violence incidents by up to 25%
• Achieve approximately $3 in savings for every $1 invested

Effective Strategies Combine:

• Visible leadership commitment
• Written prevention plans
• Regular hazard assessments
• Engineering and administrative controls
• Comprehensive training, including de-escalation techniques
• Threat assessment teams
• Accessible incident reporting systems
• Post-incident support for affected employees

The Business and Ethical Case for Action

The statistics demand action, but more importantly, the people behind those statistics—employees, colleagues, and community members—deserve safe workplaces where they can perform their duties without fear of assault, threats, or intimidation.

Organizations serious about preventing workplace violence benefit from layered approaches that address physical security, organizational culture, employee training, and incident response protocols. With 19 years of experience helping businesses nationwide implement security solutions, the evidence shows that comprehensive prevention programs combining access control systems, surveillance cameras, emergency communication systems, and integrated threat detection technologies can significantly prevent workplace violence incidents while delivering strong returns on investment.

For organizations ready to assess their workplace violence risks and implement evidence-based prevention strategies, professional security assessments can identify vulnerabilities and recommend tailored solutions appropriate to specific risk profiles and operational needs.

Citations:
[1] https://www.bls.gov/iif/factsheets/workplace-violence-2021-2022.htm

[2] https://www.nursingworld.org/content-hub/resources/workplace/unreported-workplace-violence—why-is-this-so-common/

[3] https://www.bls.gov/news.release/cfoi.nr0.htm

[4] https://www.osha.gov/workplace-violence

[5] https://www.cdc.gov/niosh/topics/violence/default.html

[6] https://www.bls.gov/iif/factsheets/workplace-violence-healthcare-2018.htm

[7] https://www.aha.org/costsofviolence

[8] https://www.fbi.gov/file-repository/active-shooter-study-2000-2018-final.pdf

[9] https://www.bls.gov/news.release/pdf/cfoi.pdf

[10] https://injuryfacts.nsc.org/work/safety-topics/workplace-violence/